The Emotional Rollercoaster: What It’s Like When RBTs/BTs Keep Leaving Your Team as a BCBA
Heyy, BCBA Ruby here!
As a BCBA, one of the most difficult and heart-wrenching experiences you can face is having your behavior technicians (BTs) or registered behavior technicians (RBTs) leave your team. It’s a situation that can really take an emotional toll—especially when it happens repeatedly. Whether it’s due to personal reasons, burnout, or the job not being the right fit, seeing your team members walk out the door can stir up a mix of emotions.
If you’ve been in this position, you know exactly what I mean. It feels like you’re constantly losing people who you’ve poured time and energy into training and mentoring. You’ve watched them grow and develop, only for them to leave before you even see the full potential of their progress. It’s frustrating. It’s draining. And most of all, it’s disheartening.
But let’s take a moment to talk about the feelings behind it and what we can do as BCBAs to navigate these challenges and continue to build a strong, resilient team.
The Weight of the Departure
When a BT or RBT leaves your team, it can feel like a personal loss. As a BCBA, you take pride in the people you work with. You’ve invested in their training, watched them develop their skills, and built a rapport with them. So, when they walk away, it’s not just a professional loss—it feels like a part of your team’s heartbeat is gone.
It’s hard not to feel disappointed. You might feel like all that hard work was for nothing. And there’s the worry too—what happens to the clients? What will the impact be on your team dynamics? The anxiety of finding someone new, training them, and getting them up to speed can be overwhelming.
The Frustration of Retaining Staff
As BCBAs, we know the challenges of staff retention all too well. The field of applied behavior analysis (ABA) is emotionally demanding. BTs and RBTs are often working with complex cases and managing a heavy caseload, which can lead to burnout. The emotional exhaustion can take its toll, and it’s a real concern when you see staff leaving one after the other.
While there are many factors that contribute to employee turnover, the pressure to constantly hire and train new staff can feel like an endless cycle. It’s discouraging to see the same issues pop up repeatedly, especially when you’ve tried to create a positive work environment and offer your team all the support they need.
You may even start questioning yourself: Am I doing enough to support my team? What more could I be doing to keep them here?
The Guilt You Carry
As a leader, it’s easy to internalize the departures and wonder if there was something you could have done differently. Self-doubt can creep in, and you might even feel like you’re failing your team. The constant turnover can make you question your leadership style or wonder if you missed something in your training process.
But let me remind you: It’s not always on you. Staff turnover is a multifaceted issue that’s influenced by many factors—some of which are beyond your control.
It’s important to be kind to yourself and recognize that you are doing the best you can. Reflecting on your leadership and making adjustments is essential, but you also need to acknowledge the reality that some staff changes are inevitable in any profession.
The Impact on Your Clients
When a BT or RBT leaves, the biggest concern is always about the impact on the clients. You’ve worked hard to build relationships with the families and the individuals you serve. When someone leaves, it disrupts the consistency and rapport that’s been established.
It’s heart-wrenching to think about the uncertainty this brings to your clients. You might feel like you're letting them down, and that’s an incredibly difficult emotion to sit with. But the reality is that your clients will be okay. You’re a skilled BCBA, and while transitions can be tough, your clients have the ability to adapt. It’s about how you manage the transition and provide support during these moments.
Finding Hope in the Process
Despite the emotional and logistical challenges that come with staff leaving, there is still hope in the process. Each departure gives you the opportunity to evaluate what’s working and what’s not. It allows you to reflect on your team dynamics, identify areas for improvement, and make changes that will lead to better retention in the future.
This may be the perfect time to:
Check-in with your current team: Are they feeling supported and appreciated? What could make their work-life better?
Review your hiring process: Are you attracting the right candidates? Do they align with your company culture and values?
Foster growth opportunities: Offering mentorship, leadership development, and clear career paths can help keep your team motivated and engaged.
Ask for feedback: Your team’s input can give you insight into the areas where you can improve as a supervisor.
As BCBAs, we often feel the weight of responsibility to make the lives of others better—our clients, our teams, and the families we serve. Staff turnover doesn’t have to feel like a step backward, but rather an opportunity to strengthen your leadership and create a more cohesive team.
In Conclusion
Having BTs or RBTs leave your team isn’t easy—it’s emotionally taxing and can leave you feeling discouraged. But remember, you’re not alone in this. Many BCBAs face this challenge, and what matters most is how you respond to it. Be kind to yourself, recognize the growth opportunities in each situation, and keep supporting your current team with compassion and empathy.
It’s a tough journey, but together, we’ll continue to move forward, learning and growing as leaders. And as always, we’ll keep doing what we do best: supporting and advocating for the individuals we serve.
